Over my career, I have needed to take several team members through a PIP (performance improvement plan). I was also given a PIP during one job.
From both sides of the coin, there are many things that are disliked about it — but the most difficult one is the anxiety that arises from the process. The concern that comes to most people is distracting, and results in them not clearly focusing on the changes that need to be made.
I would like to design & conduct a PIP that does not create such anxiety. I think it would be more humane to give people a process that respects the situation better. I know that some will still not be mature enough to handle this, and will take it poorly — but I think I would prefer that just highlight their lack of ability to learn what is needed.
We want to support our team in exceptional manners. The process of implementing a PIP does not feel like exceptional support.
What strategy, for conducting a PIP, has resulted in the team member not being distracted with stress about their performance gap? Is there an ideal way to interact with team members, that makes 'rolling into' a PIP a more supportive & less 'executionary' matter?